COACH WORKPLACE REPORT. Jane Doe. Sample Report July 18, Copyright 2011 Multi-Health Systems Inc. All rights reserved.
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1 COACH WORKPLACE REPORT Jane Doe Sample Report July 8, 0 Copyright 0 Multi-Health Systems Inc. All rights reserved.
2 Response Style Explained Indicates the need for further examination possible validity concern PARTICIPANT SUMMARY Name: Jane Doe Age: 0 Gender: F Name: Jane Doe Age: 0 Gender: Female Completion Date: July 8, 0 Time to Completion: 3:7 (Unusually short response time) Norm Type: General Population INCONSISTENCY INDEX: 0 The Inconsistency Index is 0, indicating consistency in responses across pairs of items measuring similar content. POSITIVE IMPRESSION: NEGATIVE IMPRESSION: 0 Both the Positive and Negative Impression indices are less than 3. Responses are likely neither the result of an overly positive, nor an overly negative response style. You may want to ask: Tell me about your process for responding to the items. What did you think of the items? Were any particularly difficult to respond to? ITEM 33 (My responses to the preceding sentences were open and honest): Jane s response was: Always/Almost Always. OMITTED ITEMS: No items were omitted. RESPONSE DISTRIBUTION Jane did not show a significant preference for using either the extreme ends or the middle points of the response scale. Copyright 0 Multi-Health Systems Inc. All rights reserved
3 Overview of Results Name: Jane Doe Age: 0 Gender: F Total EI 6 Self-Perception Composite 6 Self-Regard respecting oneself; confidence Self-Actualization pursuit of meaning; self-improvement Emotional Self-Awareness understanding own emotions Self-Expression Composite Emotional Expression constructive expression of emotions Assertiveness communicating feelings, beliefs; non-offensive Independence self-directed; free from emotional dependency Interpersonal Composite 6 Interpersonal Relationships mutually satisfying relationships Empathy understanding, appreciating how others feel Social Responsibility social consciousness; helpful 6 Decision Making Composite Problem Solving find solutions when emotions are involved Reality Testing objective; see things as they really are Impulse Control resist or delay impulse to act 3 3 Stress Management Composite Flexibility adapting emotions, thoughts and behaviors Stress Tolerance coping with stressful situations Optimism positive attitude and outlook on life Low Range Mid Range High Range Copyright 0 Multi-Health Systems Inc. All rights reserved
4 Well-Being Indicator Happiness satisfied with life; content Name: Jane Doe Age: 0 Gender: F In the EQ-i.0 model, Happiness is different than the other EI abilities in that it both contributes to, and is a product of, EI. As such, your client s result in Happiness can be used as a barometer of emotional health and well-being. Although the causes and factors related to an individual s happiness extend beyond the scope of this assessment, it is important to examine your client s Happiness result in relation to the other EI subscales. For example, would strengthening Low Range Mid Range High Range lower subscales lead to improved Happiness? Or will increased Happiness stem from working within the client s strengths and talents? In either case, the best way forward is as unique to each person as his or her own definition of Happiness. The four subscales most often associated with Happiness are: Self-Regard Optimism Self-Actualization Interpersonal Relationships Happiness The result in Happiness suggests that your client almost always maintains a happy disposition towards all aspects of life. Your client enjoys the company of others and is likely on a positive life course. The client's happiness is seen and experienced as infectious. The results in Happiness and the four subscales most connected with Happiness are high. Because of this your client likely experiences a certain balance between well-being, optimism, self-confidence, personal relationships and fulfillment of goals. Gains in one area likely contribute to gains in another quite a reciprocal set of relationships! Your client may: exude cheerfulness at both work and play. be seen by coworkers as motivating and resilient in the face of obstacles. Self-Regard (3) Happiness is a by-product of believing in oneself and living according to your own values and standards. Your client s high self-regard helps to promote positive feelings about oneself, confidence, and enhanced life satisfaction and happiness. You might ask: If you could improve one facet of your life, what would it be? Why? Aside from material things, what is it about you that makes you truly happy? Optimism (8) In the face of setback and disappointment, the ability to recover and claim a happy state is contingent on one's level of optimism. The results indicate that your client has a high level of optimism, adopting a positive framework during adverse conditions. This approach to life enhances and sustains pervasive feelings of happiness. You might ask: What thoughts help you remain optimistic during more difficult times? Are there any situations where you feel less optimistic? If so, how can you improve or deal better with those situations? Interpersonal Relationships () The Interpersonal Relationships result indicates that your client has well-developed relationships that likely help reduce the negative effects of life s daily demands. If maintained, these relationships can enhance and sustain pervasive feelings of happiness. You might ask: Are there times when you struggle with your relationships? If so, what causes the struggles and how do you remedy conflict and miscommunication? Do you have a mentor? Do you act as a mentor to someone else? Self-Actualization (9) Happiness comes from a willingness to learn and grow on a journey aligned with personal values. Your client s level of self-motivation and feelings of an enriched life ultimately drive personal achievements and overall happiness. You might ask: Are there areas in your work or personal life that you would like to further develop? If so, how can these endeavors mesh with your current lifestyle? Copyright 0 Multi-Health Systems Inc. All rights reserved
5 Balancing EI This section shows three related subscales for each of the fifteen subscales on the EQ-i.0. Below, you will find examples of feedback that you can provide to the respondent. Where a greater than ( ) or less than ( ) sign is shown, the subscale scores are significantly different and further investigation into these imbalances is recommended. When an equal sign ( ) is shown, the subscale scores are not significantly different from one another and therefore are well balanced. In order to maintain this balance, you may want to guide the respondent to watch for significant growth Name: Jane Doe Age: 0 Gender: F in one subscale over the other and consider ways that he/she can develop the subscales in tandem. Please note that if you included this section in the respondent s report, the respondent will see only one subscale (the relationship with the greatest score discrepancy). All three relationships are shown here so that you may debrief the respondent on other areas that are out of balance. In addition to what is displayed in this report, you may want to explore other balances and imbalances in the respondent s profile that may lead to further EI development. Your Self Regard is in balance with your Self Actualization. Self-Actualization (9) Your Self Regard is in balance with your Problem Solving. Self-Regard (3) Problem Solving (3) Reality Testing () Your Self Regard is lower than your Reality Testing. Remember that although input from external sources is important, self regard is about your own evaluation of self worth, and should not be overly influenced by external sources. Seek objective feedback, but give primary importance to your own sense of personal success. Self-Regard (3) Your Self Actualization is in balance with your Self Regard. Self-Perception Self- Actualization (9) Optimism (8) Your Self Actualization is in balance with your Optimism. Your Self Actualization is in balance with your Reality Testing. Reality Testing () Reality Testing () Your Emotional Self Awareness is lower than your Reality Testing. Do you have a tendency to concentrate more on the feelings of others and the situation at hand than on your feelings? Maintaining a balance between these two areas will allow you to consider your own feelings in concert with the feelings of others and within a given context. Emotional Self- Awareness (08) Emotional Expression (9) Your Emotional Self Awareness is lower than your Emotional Expression. Try explaining why you are expressing an emotion. For example, provide reasons for why you are worried about an upcoming business meeting don t just be worried. This alignment will help you manage your emotions more effectively and helps others to deal with the underlying cause. Your Emotional Self Awareness is lower than your Stress Tolerance. To balance these components, the object is to learn to recognize and process the emotions involved in the Stress Tolerance (8) situation. By using Emotional Self Awareness effectively to deal with the emotions, you will be better prepared to perform under stress until a proper resolution is found. Copyright 0 Multi-Health Systems Inc. All rights reserved
6 Balancing EI Name: Jane Doe Age: 0 Gender: F Your Emotional Expression is in balance with your Interpersonal Relationships. Interpersonal () Relationships Your Emotional Expression is in balance with your Assertiveness. Emotional Expression (9) Assertiveness (3) Your Emotional Expression is in balance with your Empathy. Empathy () Your Assertiveness is in balance with your Interpersonal Relationships. Interpersonal Relationships () Self-Expression Assertiveness (3) Emotional (08) Self-Awareness Your Assertiveness is higher than your Emotional Self Awareness. Ensure that you attend to your tone of voice, body language, and the manner in which you treat others when you are being assertive. Self understanding will help you to express your assertiveness more appropriately. Your Assertiveness is in balance with your Empathy. Empathy () Problem Solving (3) Your Independence is lower than your Problem Solving. Although collaborative solutions are often effective, these facets are balanced when solutions are not just a reflection of what the group thinks or wants. Ideally, group input is considered and integrated with what you think is needed to determine the best course of action. Independence (98) Emotional (08) Self-Awareness Your Independence is lower than your Emotional Self Awareness. When these components work in harmony, your self understanding drives feelings of self confidence and enables independent behavior. As a result your self understanding and actions will not be unduly influenced by what others believe or think of you. Your Independence is lower than your Interpersonal Relationships result. To balance these components, recognize the importance of being a team player, without becoming Interpersonal () overly reliant on the direction or support of others. Be collaborative, but retain the courage Relationships of your convictions. Copyright 0 Multi-Health Systems Inc. All rights reserved
7 Balancing EI Name: Jane Doe Age: 0 Gender: F Your Interpersonal Relationships is in balance with your Self Actualization. Self-Actualization (9) Your Interpersonal Relationships is in balance with your Problem Solving. Interpersonal Relationships () Problem Solving (3) Independence (98) Your Interpersonal Relationships result is higher than your Independence result. These components work in unison by distinguishing the times when collaboration and group work is needed from times that require independent functioning. As a general rule, when tasks can be completed independently, it may be best to do so, leaving colleagues free to work on other tasks that they may be required to do. Emotional (08) Self-Awareness Your Empathy is higher than your Emotional Self Awareness. This imbalance suggests that you may put the thoughts and feelings of others ahead of your own, running the risk that you neglect yourself. The optimal balance here is achieved by taking the feelings of others into account, without neglecting your own feelings and needs. Interpersonal Empathy () Reality Testing () Your Empathy is in balance with your Reality Testing. Your Empathy is in balance with your Emotional Expression. Emotional (9) Expression Your Social Responsibility is in balance with your Self Actualization. Self-Actualization (9) Your Social Responsibility is in balance with your Interpersonal Relationships. Social Responsibility (6) Interpersonal () Relationships Your Social Responsibility is in balance with your Empathy. Empathy () Copyright 0 Multi-Health Systems Inc. All rights reserved
8 Balancing EI Name: Jane Doe Age: 0 Gender: F Your Problem Solving is in balance with your Flexibility. Flexibility (9) Problem Solving (3) Reality Testing () Your Problem Solving is lower than your Reality Testing. To balance these components, be cognizant of the role that realistic and objective information plays in your decision making process, and find a balance between collecting information and making a firm decision in a timely manner. Some decisions must be made before all of the facts are in, and other decisions can be deferred until more information is available. To balance this area, recognize these different situations and act accordingly. Your Problem Solving is in balance with your Emotional Self Awareness. Emotional (08) Self-Awareness Emotional Self-Awareness (08) Your Reality Testing is higher than your Emotional Self Awareness. Balancing these aspects of EI means objectively analyzing information, but also remaining receptive to your emotions and others emotions. The right synthesis involves considering emotional reactions in addition to practical logistics as you go about your work and life. Decision Making Reality Testing () Self-Regard (3) Problem Solving (3) Your Reality Testing is higher than your Self Regard. To align these components, set meaningful but attainable goals and base your self assessment on the accomplishment of these goals. The use of objective, supportive feedback can be helpful. Your Reality Testing is higher than your Problem Solving. Balancing these components requires attention to emotional information that can lead to timely decisions. Reality Testing is about being grounded and practical, however the best solutions involve integrating objective information with people factors, negotiating and managing emotional responses, and taking swift action when needed. Your Impulse Control is in balance with your Flexibility. Flexibility (9) Impulse Control (3) Stress Tolerance (8) Your Impulse Control is in balance with your Stress Tolerance. Your Impulse Control is in balance with your Assertiveness. Assertiveness (3) Copyright 0 Multi-Health Systems Inc. All rights reserved
9 Balancing EI Name: Jane Doe Age: 0 Gender: F Your Flexibility is in balance with your Problem Solving. Problem Solving (3) Flexibility (9) Independence (98) Your Flexibility is higher than your Independence. These components are balanced when you remain open to new ideas and approaches, but are able to remain convicted to your ideas when you believe something is important, even if it differs from the consensus or viewpoint of others. You want to be receptive to the ideas of others, but avoid being passively compliant, or simply going along with the crowd. Your Flexibility is in balance with your Impulse Control. Impulse Control (3) Your Stress Tolerance is in balance with your Problem Solving. Problem Solving (3) Stress Management Stress Tolerance (8) Flexibility (9) Your Stress Tolerance is in balance with your Flexibility. Your Stress Tolerance is in balance with your Interpersonal Relationships. Interpersonal () Relationships Your Optimism is in balance with your Self Regard. Self-Regard (3) Your Optimism is in balance with your Interpersonal Relationships. Optimism (8) Interpersonal () Relationships Your Optimism is in balance with your Reality Testing. Reality Testing () Copyright 0 Multi-Health Systems Inc. All rights reserved
10 Item Responses Name: Jane Doe Age: 0 Gender: F Responses are shown by item on the following two pages. Items are shown by subscale and are exactly as they appeared on the assessment. Please note, although some items use reversed language, the higher the response indicated, the more frequent is the behavior. Responses to each item were provided using the following rating scale: = Never/Rarely; =Occasionally; 3=Sometimes; =Often; =Always/Almost Always. This section of the report contains copyrighted items and information that are not intended for public disclosure. If it is necessary to provide a copy of the report to anyone other than the assessor, this section must be removed. Self-Regard 0 Looking at both my good and bad points, I feel good I'm happy with who I am. Self-Actualization 8 I accomplish my goals Emotional Self-Awareness 6 I pay attention to how I'm feeling Independence It s hard for me to make decisions on my own Interpersonal Relationships 9 It s easy for me to make friends I have good relationships with others. Empathy 3 I'm aware of how others feel Emotional Expression 39 It's hard for me to share my feelings with others It s hard for me to smile. Assertiveness 3 I back down even when I know I am right Social Responsibility I act in an environmentally friendly way Problem Solving 7 When I'm really upset, I can't decide what to do Copyright 0 Multi-Health Systems Inc. All rights reserved
11 Name: Jane Doe Age: 0 Gender: F Item Responses Reality Testing I see situations as they really are Impulse Control I make rash decisions when I'm emotional Flexibility 6 It's difficult for me to change my opinion Stress Tolerance I keep calm in difficult situations Optimism 9 I stay positive even when things get difficult Happiness It s hard for me to enjoy life Inconsistency Item Pairs indicates inconsistent responses 80. I am hopeful about the future Positive Impression/Negative Impression Copyright 0 Multi-Health Systems Inc. All rights reserved
12 Follow-up Questions Name: Jane Doe Age: 0 Gender: F The following questions are suggested to probe further into your client s results. Questions are listed by subscale. Self-Regard. What do you believe are your strengths? Provide an example where you used your strengths to your advantage. Self-Actualization. What are some of your interests outside of work? Emotional Self-Awareness. How do your emotions affect other people? Can you provide an example where your teamwork (or a relationship) was affected by the way you were feeling? Emotional Expression. Are there some emotions you feel more comfortable expressing than others? Why do you think that is? How do you express what you are feeling? Give examples? Assertiveness. Describe a scenario in which you behaved assertively. What specifically did you do or say that was assertive? Copyright 0 Multi-Health Systems Inc. All rights reserved
13 Follow-up Questions Name: Jane Doe Age: 0 Gender: F Independence. Describe your typical style for making decisions. Interpersonal Relationships. Describe a time when you had to mediate a conflict between team members. Describe a time when you had to deal with an interpersonal conflict with a team member. How did your emotions differ between experiences? Empathy. Tell me about a time when it was really important that you were able to understand the way someone else felt. How did you convey this understanding? How did you ensure you understood them? Social Responsibility. What have you done recently to help those in need? Problem Solving. What was one of the most challenging problems you have ever had to solve? Describe the problem-solving process you used to arrive at the solution. Reality Testing. Would you describe yourself as a realist or an idealist? How does this description manifest itself in your job? Copyright 0 Multi-Health Systems Inc. All rights reserved
14 Follow-up Questions Name: Jane Doe Age: 0 Gender: F Impulse Control. How do you typically deal with an impulse to act? Flexibility. Would others say that you are flexible and open to change, or rigid and set in your ways? What benefits and drawbacks does your typical style bring to your workplace? Stress Tolerance. How do you tackle stressful circumstances at work? What is an example of where you had to manage stress in order to get your job done? Optimism. Would you describe yourself as having positive or negative expectations about how things will turn out? How does this impact the way you set goals and objectives? Copyright 0 Multi-Health Systems Inc. All rights reserved
15 Action Plan Name: Jane Doe Age: 0 Gender: F The steps your client takes towards achieving his/her EI goals will determine whether or not success is realized. Use this step-by-step activity plan to help guide your client towards accomplishing personal objectives. Remember to use the SMART goal setting criteria for each goal. Write down up to three EI skills or behaviors that require further development (e.g., reflective listening to build empathy, or recognizing how my body reacts to stress to raise emotional self-awareness). The SMART goals should then help to strengthen these EI skills and behaviors. SPECIFIC MEASURABLE ACTION-ORIENTED REALISTIC TIMELY.. 3. Write down up to three overall qualities that your client would like to have (e.g., integrity, providing clear leadership, team player, clear communicator). In some way the SMART goals he/she outlines in this action plan should help to achieve these qualities Transfer your client's SMART goals into the action plan template below. SMART Goal Time Frame Benefits Measure of Success Support and Resources Needed Potential Barriers Listen to others In team meetings Starting from today Other people will listen to me I will get to hear everyone s views Feedback from the team to say that I am listening to them more Take actions that other people have suggested From the team to give me honest feedback Time - often do not have time to listen to views but just need to give instructions. If this is the case need to tell people at the beginning of the meeting I commit to this action plan. (signature) Copyright 0 Multi-Health Systems Inc. All rights reserved
16 EI Development Commitment Name: Jane Doe Age: 0 Gender: F A Development Commitment is a tool to help hold your client accountable for accomplishing the goals outlined in his/her action plan. As we all too often know, our plans for personal growth and development often fall by the wayside when we get back to work and our organization's demands win the competition for time and attention. By outlining your client s objectives here, and ensuring that your client does the same in his or her report, you help your client to be more accountable to reaching their professional objectives. My Client s Development Goals My client s action plan includes the following goals: Due Date Your Signature Your Client's Signature Copyright 0 Multi-Health Systems Inc. All rights reserved
17 Coach s Guide to an EQ-i.0 Debrief Session Preparing for the Debrief Review the Report Name: Jane Doe Age: 0 Gender: F Conducting the Debrief Phase Points to Keep in Mind Questions to Ask.. Copyright 0 Multi-Health Systems Inc. All rights reserved
18 Coach s Guide to an EQ-i.0 Debrief Session Name: Jane Doe Age: 0 Gender: F Phase Points to Keep in Mind Questions to Ask Copyright 0 Multi-Health Systems Inc. All rights reserved
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